Inclusion starts with intentionality, whether it’s the way I move through the world, interact with others, or create space for collaboration and growth. Just as my personal practices have taught me to trust my body and mind, they have also taught me to trust the value of diverse voices and experiences. The diversity of my being allows me to show up authentically, whether I’m working in a professional setting or connecting with others in my personal life. It reminds me that balance isn’t about perfection but about creating harmony and openness, both within myself and in the world around me.
The hard work starts now
Diversity, Equity, and Inclusion (DEI) initiatives are deeply rooted in principles of change management and organisational development, providing a structural framework for implementing systemic and lasting change. I think working in the DEI space can be emotionally demanding, requiring self-awareness and self-care to prevent burnout. DEI practitioners must remain introspective, recognise their limits, and prioritise their well-being to sustain their efforts. Additionally, expertise in DEI often stems from hands-on experience and a process of trial and error. Many traditional approaches and frameworks are not formally documented, highlighting the importance of continuous learning and adaptability.
It's just a discussion
If everyone is agreeing with you then you are in an echo chamber and you have just chosen the people to speak to. Controversy is just saying something that someone else just doesn’t agree with. I’m never afraid to speak about any subject that I have knowledge about as I only say things that I believe is fair.
You can book me for workshops, keynote speaking, coaching, DEI trainings or implementation facilitation here.
DEI maturity audit
Are you aware of which phase your organisation currently occupies?
Phase one involves simple awareness and compliance. In phase two, organisations recognise the business benefits of DEI and take action beyond HR and compliance. Moving into phase three, leaders integrate DEI into business processes, measure progress, and hold each other accountable for results. Finally, in phase four, DEI becomes ingrained in the culture, essentially taken for granted as "the way we do business here."
Contact me here, or via e-mail to arrange a DEI maturity audit meeting.
Sharing simple stories
Diversity, Equity and Inclusion (DEI) is on the agenda for every organisation, business, school, government etc., not only because of its business case, but also because it’s the right thing to do. Despite the sudden rise and talk in boardrooms, companies, HR, schools etc., the current DEI landscape still suffers from the lack of global standards in the field, the lack of consensus on how to define and measure success of DEI implementation. The gap between intention and action is growing. Our team of DEI experts understands all of this and are available to help organisations navigate these caveats. Contact me here, or via e-mail to arrange a meeting.
How people think?
In today´s world, most organisations are becoming increasingly global in their operations, attracting talent with diverse backgrounds, skills, and competencies from around the world. To build a seamless and well-functioning team, cultural intelligence is needed to facilitate communication and collaboration. Our mission is to be the preferred consultancy supporting companies bridge cultural differences between and within markets. Would your organisation like to have a better relationship with your business partners or clients from another national or cultural backgrounds? Contact me here, or via e-mail to arrange a meeting.
Manoeuvring between tribes
Effectively measuring a product or service lies in the realm of how it makes people feel. My ability to connect the dots stems from a wealth of diverse experiences, allowing me to see the connection between seemingly unrelated things. This capacity is rooted in psychology rather than technology. In my experience delving into psychology proves more fruitful than pursuing rational improvements when trying to enhance people's emotional experiences.
““I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” ”
The elephant in the room
Last week, the Danish Institute of Human Rights published their report highlighting the shocking state of affairs in Denmark regarding racial discrimination, and this has been well documented in the Danish media. It appears that there are many Danes and organisations who don’t want to ask the question, as they don’t want to face the facts because they know that they are going to have to do something. Conversations about race, class and gender in the workplace aren't easy and I think it’s essential to ensure people are seen and heard. Leaders usually listen with the prime objective to make things better and solve problems, sometimes all their team members want is to be heard. Contact me via e-mail to book a speech, workshop or coaching sessions.
Attitude and impacts
I think a diverse workforce closes the gap between a company and the consumer. If customers look into that mirror and don’t see themselves reflected back, they are more likely to search for a business that they feel does reflect them. Decades of research and studies have proved that diverse and inclusive workforces will outperform homogenous teams because they often think more logically, are more creative, and are more adept at identifying errors in thinking. Everyone has their own strengths and weaknesses. The more diverse your workforce, the better equipped you are to balance out one person’s weaknesses with another person’s strengths. A representative workforce will help you understand consumer values, needs, and wants, and will help your organisation to recruit the dynamic and vocal Generation Z.
““Ability determines if you can; attitude determines if you will.” ”
Sharing experiences
What is essential to you, and who are the persons who have helped you become the person you are?
We just don’t get to be competent human beings without a lot of different investments from others, people who have loved you, encouraged you, and wanted what was best in life for you. I know that you have had at least one person who has believed in you. As human beings we are all intimately related, so it will never be the honours, prizes or fancy outfits which will nourish our souls. It’s the knowing that we can be trusted and that we never have to fear the truth. This is the bedrock of our lives from where we make our choices, deep down we all know that what really matters in life is more than winning for ourselves. What really matters is helping others win too, even if it means slowing down and changing direction now and then. I think you don’t make change for others; you make change for yourself.
““It is only with the heart that one can see rightly; what is essential is invisible to the eyes.” ”
Life is good here
c/o Getty Images
There is an unstoppable movement towards greater consciousness about what our actions are doing in the world around us. And the younger generations are continuously searching for higher meaning and more sustainable behaviours. I think working together in flat, loosely connected networks, in a peer-to-peer fashion, is behind the most significant changes in human society over past 100 years.
Do you work in an organisation where decision making was clearly expressed and democratically distributed? I wonder what it would be like to work in an organisation where communicating your dreams and ambitions is encouraged. Where the decision making is led by a leader who collaborative and is interested in having feedback from outside of the C suite. Once the decisions have been agreed, no one in the group will have any remains objections and consent to implementation.
What does it cost us to make a decision that no one believes in or is willing to commit to? Are you trying to do too much with everyone involved? Contact me via e-mail for a meeting where we could take a deeper dive into your situation.